Ignoring the nationwide problem can be an ‘expensive mistake’, experts tell Recovery Plus conference
If you’ve worked in HR at a large company for long enough, it’s very likely you’ll have heard reports about employees with an alleged drink or drugs problem.
“More than 70 per cent of people with drug and alcohol dependencies are employed, so the chances are someone in your workforce is suffering,” said Deirdre Boyd, director of consultancy Recovery Resources, and host of a recent Recovery Plus conference.
“Now is the time to get your policies and approach in order,” she added.
1) Recognise the business benefits of providing support
According to a House of Commons report, lost productivity due to alcohol costs the UK about £7.3bn per year, but Kevin Sabet, president and CEO of Smart Approaches to Marijuana (SAM), said there was “big money” to be made from the selling of alcohol and drugs – legal or otherwise – and so historically it hasn’t been in the interest of “big businesses” to tackle addiction.
“Alcohol and drugs are ultimately counterproductive to employers’ success,” he said. The facts are out there, he added, “and it is our job to show the expensive and detrimental impact on employees and business.”
2) Define your approach and policies
George Powell, president of drug testing company Summit Diagnostics, asked delegates what their organisation’s stance was: “Are you a zero-tolerance or a second-chance employer?” he said. Both approaches need to be well-grounded with written policies.
“No one ever expects there to be an issue with drugs or alcohol in their organisation, but without written policy and company line, cases will be treated differently and you can open yourself up to liability,” said David Passfield, senior employment law and health and safety expert at Peninsula Business Services.
3) Identify the problem
This is sometimes easier said than done, said Boyd, who advised that most addicted people act “normal” when high. It is when they are withdrawing or “not level” that their performance begins to suffer and signs begin to show.
According to the government crime survey on the use of drugs in the UK, illicit drug users are more than twice as likely (12.3 per cent) than others (5.1 per cent) to change jobs. But don’t immediately jump to substance misuse as the cause of high turnover, warns Oscar D’Agnone, professor of medical and human sciences, at University of Manchester.
“Data and good systems can help you spot and track the signs, including changes in performance and behaviour,” he said.
4) Create the right culture
“Most health and wellbeing strategies are fruit bowls and gym memberships, but where is mental health and addiction in these approaches?” said Stephen Bevan, director of the Centre for Workforce Effectiveness at The Work Foundation. Friday night drinks, or staff socials often encourage a drug and alcohol tolerant culture, he added.
According to D’Agnone, the key is to create an environment where people are more open to admit and discuss their problems.
“You should tell staff you will treat drug and alcohol problems as a health and safety issue, not dismissal or disciplinary issue,” he said. “Then offer help and support to facilitate recovery.”
Boyd said she owes her personal recovery to her employers, who paid for her to attend rehab, but not every organisation has to go that far. A great employee assistance programme (EAP) or regular one-to-one wellbeing chats can help sufferers feel supported.
Related links:
Well-being extra: Are your staff legally high at work?
HR's checklist for dealing with substance misuse in a workforce